Posts published in October 2025

The Ontario Coalition for Better Child Care, OCBCC, is welcoming a new report from Ontario’s Auditor-General, which calls on the Ford government to fix gaps in the early learning and child care system, including improving equitable access and workforce development. The report highlights the growing challenges facing Ontario’s $10-a-Day child care program - and signals the urgency of implementing a comprehensive strategy, like that outlined in the coalition’s recently released Roadmap to Universal Child Care in Ontario.

The report comes as Ontario and the federal government are currently negotiating a 5-year renewal of the Canada-Ontario child care agreement, which is set to expire in March 2026. Without this renewal, more families will be locked out of accessible child care as the funding shortfall widens.

“The Auditor-General’s report shows that the $10-a-Day plan is transforming Ontario’s child care system for the better. It also provides serious analysis of the problems in Ontario’s implementation of $10-a-Day. The Ford government says that they accept the Auditor’s recommendations, but without a new agreement, we could lose the precious progress that has been made and never be able to fix the gaps. The clock is ticking,” said Carolyn Ferns, Policy Coordinator of the OCBCC.

Among the auditor’s findings is the revelation that Ontario is now short 10,000 Registered Early Childhood Educators and is not effectively monitoring the impact of the Ministry of Education’s current workforce strategy on recruitment and retention.

“Today’s report should be a wake-up call that Ontario should measurably improve wages, benefits and pensions for the early learning and child care workforce. We’re seeing the impact that this is having in other provinces, and Ontario educators deserve no less. We won’t improve access to child care until we improve decent work and pay for those providing the care,” said Amber Straker, Executive Director of the Association of Early Childhood Educators Ontario, AECEO.

The OCBCC and AECEO recently released the Roadmap to Universal Child Care in Ontario, which assesses Ontario’s progress and provides a concrete plan to achieve $10-a-Day for all. Nearly 500 supporters have already sent emails to Ford urging the provincial government to follow the Roadmap.

Increasing access for low-income families is a key issue addressed in both the Auditor-General’s report and in the community’s Roadmap.

“The Auditor-General found that access has decreased for low-income families. Our Roadmap provides the solution: Ontario should immediately remove barriers, like work and study criteria, to accessing fee subsidy. As quickly as possible, Ontario should move to a no-barrier sliding fee scale, where child care is seen as a right, not a restrictive welfare service,” said Ferns.

CUPE is actively seeking applications for a bilingual position of Casework Systems Lead assigned to work in the Safer Union Spaces Office (SUSO). The office location is to be determined and remote work is possible for this position.

There is a Bona Fide Occupational Requirement (BFOR) associated with this position. The position is designated for persons who are part of one or more of CUPE’s five designated groups for employment equity: Black and racialized people, Indigenous people, persons with disabilities, 2SLGBTQI+ people, and women.

GENERAL FUNCTION

The Casework Systems Lead will be responsible for providing administrative case support for disclosures and complaints of harassment, discrimination, gender-based violence, or conflict within CUPE spaces.

SUMMARY OF DUTIES

Under the direction of the Safer Union Spaces Director, the successful applicant will be required to perform the following functions:

• Support the intake processing of cases of harassment, discrimination, gender-based violence and complex conflict brought to SUSO.
• Provide brief support using an intersectional, anti-oppressive, trauma and violence-informed response to individuals experiencing harassment or discrimination.
• Provide high level information related to harassment and discrimination response pathways, including informal intervention, restorative justice, mediation, and complaint processes.
• Provide referral information and warm transfers to other supports and services.
• Provide brief support and advocacy.
• Establish and/or maintain case management systems to track and manage case status and case data.
• Review, summarize, analyze, and synthesize case-related information, as needed.
• Identify and report on trends or patterns in cases.
• Recommend changes to the process to increase efficiency and enhance service to members.
• Respond to correspondence sent to the general Safer Union Spaces Office inbox, as required, including drafting responses to unique and varied circumstances.
• Provide coordination support for the Events Ombuds Program.
• Prepare or assist in the preparation of materials related to the casework, such as communication templates, draft decisions, training materials, handbooks, and case reports.
• Assist in and contribute to resource development.
• Coordinate meetings and events related to casework support.
• Assist caseworkers and others with research and case support as needed.
• Assist in education and prevention strategies and raise awareness of supports and services available.
• Maintain case records and statistics consistent with the procedures and operational guidelines established within the Office of Safer Union Spaces.
• Perform other related duties, as assigned.

QUALIFICATIONS

• A post-secondary degree or an equivalent combination of education and experience in relevant field.
• Minimum of three years’ experience in casework administration, intake, and systems navigation.
• Strong communication and interpersonal skills to effectively provide support, build rapport, and handle sensitive situations.
• Demonstrated conflict resolution skills.
• Demonstrated organizational and multi-tasking abilities, good analytical skills, sound judgment, resourcefulness, and flexibility.
• Strong ability to generate, develop and communicate new ideas regarding policies, procedures, and processes.
• Knowledge and understanding of trade union values and principles.
• Strong case management skills to oversee and administer a large number of active case files while maintaining a bring-forward system to ensure deadlines are respected.
• Ability to work under pressure and meet tight deadlines.
• Ability to synthesize information and clearly articulate complex issues in writing.
• Strong initiative and ability to work independently as well as in a team.
• Advanced skills and ability working with relevant computer applications and case management platforms.
• Excellent oral and written communications skills in both official languages.
• Experience working effectively in a collaborative, diverse, and inclusive team-oriented environment.
• Knowledge and understanding of the intersectional challenges impacting equity-deserving groups.
• Knowledge in human rights and related legislation would be an asset. 
• Free to travel and able to work weekends and holidays, as required.

CONDITIONS OF EMPLOYMENT This position is non-unionized but will follow the collective agreement between CUPE and the Confidential Employees Union for salary, benefits, and leave purposes.

WEEKLY SALARY RANGE: $2,533.50 to $2,613.70 (plus 7% bilingual bonus)

Persons interested should submit a cover letter and resumé by email to hr@cupe.ca no later than October 17, 2025.

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CUPE is committed to fostering a representative workplace and a culture grounded in respect, diversity and inclusiveness at all levels of our organization to ensure that our workforce reflects the diverse CUPE membership and the diverse communities in which we live and serve. CUPE encourages applications from qualified members of equity-deserving groups, including women, Black and racialized people, Indigenous people, persons with disabilities, and 2SLGBTQI+ people. We will provide reasonable accommodations for candidates on any protected human rights grounds at any stage of the selection or recruitment process. Please inform us if you require accommodations by contacting us at hr@cupe.ca. (All qualified candidates are encouraged to apply. However, CUPE members and existing CUPE staff will be given priority.)

Health care workers from CUPE 5430 gathered outside the office of the Member of the Legislature (MLA) Travis Keisig today, holding a rally and press conference to raise urgent concerns about the health care crisis in Saskatchewan.

“We are here today to highlight the crisis in rural health care,” said CUPE 5430 President Bashir Jalloh. “The short-staffing crisis is leading to facility closures across Saskatchewan. That means people living in rural communities can’t access care and take greater risks as they drive farther for emergency care. We’re here to ensure the MLA for this area understands the dire state of health care in his constituency.”

CUPE 5430 members were joined by CUPE Saskatchewan President Kent Peterson who pledged ongoing support. “We’re here to send a message to the provincial government – continuing to deny workers a fair deal and decent wages is a recipe for disaster. Scott Moe’s retention crisis will deepen, facilities will continue to close, and waits will get longer.”

CUPE health care workers have been without contract since April 1^st, 2023 and have not received a wage increase in nearly 3.5 years.